“Strategic Forecasts and Staffing Formulation”
Bosch Group requested an EMP for Kazakhstan in line with the annual strategic long-term planning (eight years). This plan’s purpose is to predict the demand for all levels of staffing for all divisions with using staffing sources such as, expatriates, MDP, JUMP and some external hires.
The Kazakhstan operations are divided into four specific products division including gasoline Bosch-Rexroth, security systems and diesel motors each located in separate production sites. Each of these separate functions units are different stage of product maturity. All but one, diesel, has small or no growth. This is because the domestic labor market for qualified managers and specialists is small due to lack of education, lack international experience and the production sites are not an attractive location to Bosch's pool of willing expatriates. Another issue is that higher management positions are solely filled by expatriates.
The solution might be, Bosch could expatriates local qualified employees to Germany since a successful manager in this country must be fluent in Russian, which is the language primarily used in business in Kazakhstan and must further be sensitive to the culture of a country with diverse ethnic groups and a strong Islamic and Russian Orthodox community. The firm should also recruit through MDP and JUMP in Germany. In the meantime, expatriates should be encouraged to take a placement in this country by means of additional bonuses and incentives.
As I have mentioned before, Kazakhstan has high unemployment rate and low labor cost, its poor education system, and due to these condition, there is lack of a sufficient pool of educated and qualified talent for managerial or executive level of employees. With Bosh’s sophisticated and highly effective procedures for recruiting and developments, the firms should